Human Resources committee  I think that any more detail you put into the definition just makes it so.... For example, did we miss anything? The only reason I was suggesting that you could put it in through the regulations is that, first, there is a regs-making power in there, so you have the ability to do

Human Resources committee  I need to check with our legal counsel there just to see what that would do. Should I do that now and take two minutes?

Human Resources committee  There are two things. One of the things the proposed definition does is it proposes including any proscribed “action, conduct or comment”. What that does is it provides a regulation-making power such that you could further define what is meant by an action, conduct, or comment. I

Human Resources committee  Currently under the code, in a refusal-to-work situation, it goes to whether or not there's an imminent danger. What the code includes is a definition of what is intended by an imminent danger. The bar is quite high, so for it to be a refusal-of-work situation, there truly has to

Human Resources committee  My understanding is that in a case involving the minister of labour herself she would avoid the conflict of interest by asking her deputy minister to step in. In my view, the deputy minister would play a role in ensuring the process was followed, in order to respect parliamentary

Human Resources committee  Yes, it will be the full part II.

Human Resources committee  That's correct. We took the violence provisions that are already in part II and built on them to make them more robust, and we'll be continuing to do that through the regulatory process. For example, the requirement for an employer to identify a competent person to undertake an i

Human Resources committee  At any point in the appeals process, an individual can complain that the process hasn't been followed, and they can complain with the labour program. If it comes to the labour program and it's determined to be frivolous, vexatious, or in bad faith—and for that the bar is quite hi

Human Resources committee  One of the things we are doing through the legislation is trying to get more data, to be honest with you. One of the pieces will be requiring more reporting on occurrences of harassment and violence in the workplace, so that will help us on data. In terms of the data we currentl

Human Resources committee  This will be spelled out in the regulations. Reporting by employers is going to be required when issues of harassment or violence are brought to their attention. It's going to give us data on what gets brought forward to an employer.

Human Resources committee  Yes.

Human Resources committee  I can say that I haven't. I work in policy, and I'm not involved in the operations. I'm afraid I can't speak for my colleagues.

Human Resources committee  I think there will be a range of educational types of material. There will also be awareness campaigns and that type of thing—what is harassment, what is violence, what are your rights, what are your responsibilities? That can take a whole range of different forms, from social me

Human Resources committee  Through the regulations, we're going to spell out what a policy needs to include. I think it's important to note that every workplace is different. Whether it's a member of Parliament or one of our private sector employers, they're going to be different, so we'll have to find th

Human Resources committee  Yes, they will have some sort of qualifications. Through the regulations, we're going to spell out what we would deem to be a competent person. Through our consultations on the regulations, we'll figure out what those qualifications would be, be they educational, experience, or w